Workforce Adjustments

Workforce Adjustments

Adjusted employee operations and work policies to promote physical distancing to reduce health and safety risks.


Implementation

Initiate the 0% to 25% On-Site Employee Model to achieve physical distancing in the workplace by maintaining remote operations for non-essential activities and resuming on-campus activities within the lower risk category.

0% up to 25% On-Site Employee Model

Teachers College is implementing a 0% to 25% On-Site Employee Model to achieve physical distancing in the workplace by maintaining remote operations for non-essential employees and office activities. On-campus work within the lower risk category when there is a functional necessity to be on campus, whether on an ad hoc or recurring basis. All offices which have a functional need which cannot be completed remotely must create a plan for review and approval prior to returning to campus. The plan MUST be approved by your area Vice President PRIOR to implementing.

“On-Site Work Request” Process:

  • Continued remote work for all non-essential employees: The majority of non-essential employees who have been working remotely will continue to do so until the College determines it safe to expand to on-site activities.
    • Rationale of Functional Necessity for On-Site Work: Supervisors who feel that certain functions within their office now require an employee to work on-site (whether on an ad hoc or continuous basis) must provide a rationale and an explanation for why the function cannot be performed remotely, which includes consideration of any alternatives to on-site work.
    • 25% Employee Limit for Offices: All non-essential offices cannot have more than 25% of their total employees on campus at any given time. For example, an office with 20 employees may not have more than 5 employees on campus at the same time.
    • Multiple individuals in an office simultaneously: Any office which plans to have more than one individual in an office at the same time must contact the Facilities and Operations department to ensure adequate physical distancing and space configurations are met. Contact Brian Alford via email at (ba2361@tc.edu).

Guidance for Scheduling:

  • Alternate work schedules within each office so that up to 25% of staff are on-site at any given time determined by the supervisor in consultation with the employee
  • Create work schedule rotation which alternates between campus and remote work
  • Create staggered work hours and make schedules more flexible, and adjust work schedules so employees have alternate schedules, and allows for individuals to commute during off-peak times on public transportation
  • Stagger break schedules. No groups can congregate in shared areas where physical distancing cannot be maintained by closing or limiting access to shared spaces

Information and Training:

Additional Guidance and Supervisor Training will be offered through the Office of Human Resources COVID-19 information webpage.

High-Risk Employees

Employees who meet the criteria to be considered “high-risk” individuals (see CDC guidelines on criteria of individuals at higher risk) may seek accommodations from their department supervisor to take increased safety measures where possible. These measures may include any of the following:

  • Continuing to work remotely
  • Adjusting work schedule to allow for commute during off-peak times and/or outside of traditional business hours
  • Modifying workspace configuration or location to provide additional physical distance beyond the required 48 square feet recommendation

Addressing Fears about Returning to Work

An employee [in an essential position or mission critical role] who does not self-identify as high-risk but expresses concern or is unwilling to return to work due to fear, worry, discomfort, or general anxiety about commuting or returning to campus.

Recommendation

Cooperative Dialogue:

Supervisors must consult with Human Resources if there is not an evident solution which fully addresses both the concerns and needs of the employee while also maintaining necessary operations of the unit. Human Resources and office supervisors will work together to come to a solution.

Rationale

  • A 0% to 25% occupancy model is pursuant to CDC and New York State guidelines
  • This model allows for a gradual return to campus which balances the functional needs of the various offices of the College with the necessary health and safety measures, while also attending to individual employee needs
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